Having supported hundreds of organisations over the last 20 years to develop their 360 feedback questionnaires, I’ve seen various trends emerge in what’s expected of managers. One of the most recent - and significant - shifts is the growing expectation for managers at all levels to contribute directly to business development and growth.
This change raises an important question - Are your managers clear about what is expected of them when it comes to growing the business? And more importantly - Do your 360 feedback questions support business growth by assessing the right behaviours?
As expectations evolve, so too must the design of your feedback tools. Traditional questionnaires may no longer be enough. Today, forward-thinking organisations are incorporating business development behaviours into their 360 feedback questions for business growth. These behaviours go beyond operational leadership to include a proactive, entrepreneurial mindset.
Here are some examples of how this shift can be reflected in your 360 feedback framework:
Look for behaviours that demonstrate a focus on enabling growth:
Assess whether managers are actively identifying new business potential:
Measure how effectively managers are turning potential into tangible results:
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